Survey: Where Employers Draw the Line on the Use of AI in Hiring

At the same time, employers are adopting AI to streamline recruiting, from resume screening to initial outreach and raising new questions about what counts as ‘fair use’ of AI in the job search.

To understand where employers draw the line, we surveyed 600 U.S. hiring managers in May 2025. Our report explores their attitudes toward AI-assisted applications, uncovers how quickly they can spot an AI resume, and reveals how recruiters themselves use AI in their workflows. The survey also highlights scenarios in which candidates using artificial intelligence during their job applications are likely to be rejected.

Key findings

• One in five (19.6%) recruiters would reject a candidate with an AI-generated resume or cover letter. 

• Over a third (33.5%) of hiring managers can spot an AI-generated resume in under twenty seconds 

• 14.5% of managers believe that artificial intelligence shouldn’t be used by candidates at any stage when applying for a job.

1 in 5 hiring managers reject AI-written resumes

As more candidates turn to tools like ChatGPT to write their resumes and cover letters, hiring managers are pushing back. Nearly 1 in 5 say they would reject an application that appears to be fully AI-generated. Another 20% consider it a red flag when candidates rely too heavily on artificial intelligence to do the talking for them.

Even so-called “light” AI use isn’t a free pass. While just over half (52%) say using AI for proofreading or drafting support is acceptable, there’s a clear expectation: the final product must sound human, show real effort, and reflect the individual behind the words.

Some generations show more scepticism towards candidates using AI than others. Baby Boomers are the most critical, with 1 in 4 likely to reject fully AI-generated resumes and 40% only comfortable with minimal use, like proofreading. Gen X isn’t far behind, with nearly 26% flagging heavily AI-written applications as problematic.

Even among younger hiring managers, the tolerance isn’t unlimited. Only 16% of Millennials say they see AI-generated content as a red flag, but that still leaves a large majority expecting something personal. By comparison, fewer than 8% of Gen Z managers fully endorse AI-written resumes.

The bottom line is that while AI might seem like a tempting shortcut, many hiring managers still want to see the human behind the resume, and they can tell when it’s missing.

Hiring managers can spot an AI-written resume in under twenty seconds

Yes, hiring managers can spot AI-generated resumes, and they can do so faster than you think. 

To find out how sharp hiring managers are, we tested them with four resumes and asked them to identify which were written by AI. On average, those who guessed correctly were able to spot the AI-written resumes in just 20 seconds.

But speed wasn’t the only surprising result. Over a third (33.5%) spotted AI-generated resumes. Considering hiring managers do so in under 20 seconds, this is a warning sign for candidates who believe AI tools can do the heavy lifting for them.

Some groups were even sharper. Millennial and Gen X hiring managers had the highest accuracy rates (34.7% and 34.8%) while Gen Z lagged behind at 19.8%. Even 25% of Baby Boomers were able to detect the AI-authored materials.

AI use in the job search: Where is the line?

While candidates may view AI as a convenient shortcut,  hiring managers firmly believe that there are areas of the recruitment process where its use is inappropriate. The biggest concern among hiring managers? Candidates are using AI to assist with answering questions during job interviews.

A full 57% of hiring managers say real-time tools, like whispering bots or answer-generating apps, should never be used when speaking with a potential employer, given hiring managers can’t get a real assessment on the skill level of candidates. 

Beyond the interview itself, 40.8% of hiring managers believe AI use during skills assessments is unacceptable, while 30.3% draw the line at resume writing, and 25% say cover letters should remain AI-free.  Perhaps most notably, 14.5% of hiring managers say AI has no place at any stage of the hiring process.

While AI might help candidates polish their materials, it’s clear that when it comes to demonstrating real skills and experience, interviewers want to hear from the person, not an algorithm.

Are hiring managers using artificial intelligence to hire candidates?

More and more job seekers are turning to AI because they believe they have to level the playing field, assuming algorithms, not people, will screen their resumes. But in reality, most hiring managers aren’t using AI to review applications at all.

Over one in three (37.5%) say they don’t use any AI tools in their hiring process, and that number rises to 45.2% among Gen X interviewers and 72.5% among Baby Boomers. Even the most common AI function, resume screening, is only used by 19.2% of hiring managers overall.

Conclusion

As AI becomes more accessible, job seekers are increasingly relying on it throughout the hiring process. However, our survey reveals a clear divide: while candidates use AI tools to try and impress, they may actually hurt their chances, especially since many hiring managers can spot AI-generated content in under 20 seconds. Ultimately, tools like ChatGPT can help with polish and preparation, but they can’t replace the need to demonstrate genuine skills, experience, and authenticity.

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Methodology

This survey was commissioned by TopResume and conducted using Pollfish between May 15 and May 16, 2025. Overall, 600 hiring managers aged 18+ in full-time work completed the survey.